Key Responsibilities

HR Data Analytics and Reporting

• Collect, consolidate, analyze, and interpret HR data across recruitment, workforce planning, compensation and benefits, performance management, employee turnover, attendance, and learning and development.
• Develop, monitor, and report on key HR performance indicators (KPIs).
• Prepare regular analytical reports, dashboards, and presentations for management.
• Identify trends, risks, deviations, and opportunities for improvement through quantitative analysis.
• Conduct comparative analysis of HR metrics across departments and business units.
• Translate complex data into clear, actionable insights and recommendations.

Workforce Planning and Forecasting

• Analyze current and future workforce requirements in line with business needs and organizational objectives.
• Develop workforce forecasts covering headcount, vacancies, recruitment requirements, and employee movements.
• Support workforce planning initiatives by assessing organizational changes, resource allocation, and workforce efficiency.
• Analyze workforce costs and provide input into annual HR budgeting and financial planning.
• Monitor approved headcount against actual workforce levels and identify variances.

Compensation and Benefits Analytics

• Analyze salary structures, compensation packages, benefits, and other employee-related costs.
• Monitor payroll costs, salary budgets, and workforce expenditure across departments.
• Conduct analytical reviews of job grading structures, salary ranges, and internal pay equity.
• Identify salary discrepancies, market positioning gaps, and potential compensation-related risks.
• Prepare data-driven analyses to support salary reviews, promotions, and compensation decisions.
• Support market benchmarking and the evaluation of compensation competitiveness.

 Performance Management and Organizational Effectiveness

• Analyze performance management data and appraisal results across the organization.
• Monitor individual and departmental performance indicators and identify relevant trends.
• Evaluate performance rating distributions and identify potential inconsistencies or areas requiring further review.
• Analyze employee engagement, satisfaction, retention, and employee experience survey results.
• Assess the effectiveness of HR processes and recommend improvements based on analytical findings.
• Support the redesign and continuous improvement of performance management frameworks through data analysis.

HR Data Management and Digitalization

• Ensure the accuracy, completeness, consistency, and reliability of HR data.
• Consolidate data from multiple sources, perform data cleansing, and prepare datasets for analysis.
• Develop and maintain automated HR reports and dashboards using relevant analytical tools.
• Identify opportunities to automate repetitive reporting activities and improve reporting efficiency.
• Establish and maintain consistent methodologies and standards for HR data reporting.
• Ensure the confidentiality and appropriate handling of sensitive employee information.

Business Partnership and Strategic Support

• Collaborate with HR Business Partners to provide analytical insights aligned with business priorities.
• Support management decision-making by preparing evidence-based analyses, forecasts, and recommendations.
• Provide analytical input into HR strategy, annual workforce plans, and budget preparation.
• Evaluate the effectiveness and outcomes of HR initiatives against defined objectives.
• Identify workforce-related challenges and propose data-driven solutions.
• Present analytical findings and recommendations to relevant stakeholders in a clear and structured manner.

Requirements

• Bachelor's degree in Human Resources, Business Analytics, Statistics, Finance, Economics, or a related field.
• Minimum of 5 years of relevant experience in HR analytics, data analysis, business intelligence, or HR reporting.
• Experience working with HR data in a large or complex organizational environment is an advantage.
• Advanced proficiency in Microsoft Excel, including complex formulas, PivotTables, and data analysis.
• Practical experience with Power BI or other data visualization and business intelligence tools.
• Knowledge of SQL or other data extraction and processing tools is an advantage.
• Understanding of HR metrics, workforce planning, compensation structures, and performance management processes.
• Strong analytical, numerical, and problem-solving skills.
• Ability to interpret complex datasets and translate findings into actionable business recommendations.
• Excellent attention to detail and data accuracy.
• Strong communication and presentation skills.
• Ability to handle confidential information with discretion and professionalism.
• Fluency in Azerbaijani and English.

 Required Competencies

• Analytical Thinking: Ability to interpret complex data, identify patterns, and draw meaningful conclusions.
• Business Acumen: Understanding of business priorities and their implications for workforce and HR decisions.
• Data Management: Ability to ensure data accuracy, consistency, and integrity.
• Problem-Solving: Ability to identify issues and develop evidence-based solutions.
• Communication and Presentation: Ability to communicate analytical findings effectively to technical and non-technical stakeholders.
• Attention to Detail: Commitment to accuracy and quality in data analysis and reporting.
• Confidentiality and Integrity: Ability to handle sensitive HR information responsibly.
• Continuous Improvement: Proactive identification of opportunities to improve HR reporting, analytics, and processes.

Interested candidates can apply by filling out the form in the Apply for job button.